Whether you own or operate a small or large business, the one thing that any employer has to address is what type of employees they will hire. Whether that means developing an employee manual or navigating issues that occur in the workplace, it is vital for employers to understand how best to handle these matters to ensure their rights are protected, as well as the rights of their employees.
No work environment is perfect and no business runs perfect and smoothly. Thus, employers are constantly faced with many issues when it comes to running a business and keeping employees happy and safe. This often means revisiting policies that outline the practices in the work environment. This can be a detailed and complex process, often requiring assistance and guidance along the way.
Often, when an employer reviews a complete job application and has a successful interview with the candidate, they may be ready to extend an offer of employment to the individual. However, it is a good practice in many cases for a New York employer to first utilize a background check to learn more about the individual's history and possible legal troubles. This post will briefly discuss some of the information that an employer may discover through a pre-employment background check and what information is considered confidential.
Hiring a new employee can be a difficult process for a New York employer. As they work through applications and resumes, it can be hard to find ways to distinguish the names they read on paper from one another. When they do get to meet prospective employees in interviews, it can be tempting to delve into a wide range of topics to learn more about the people they may eventually work with.
Employees are the greatest asset that a business can acquire. Throughout New York, employers consistently look to find the most competent and successful individuals available to fill the positions that are open at their entities. When a new employee is hired, they are expected to agree to certain employment terms to maintain their employment and receive their pay.
Claims of discrimination can be difficult for businesses to defend and can cause employers a great deal of stress. It is advisable for New York employers to consult with business and employment law attorneys when they face employee-driven challenges based on claims of discrimination, wrongful termination and other legally impermissible employment actions.
Although some New York businesses are enterprises run exclusively through the efforts of individuals, most companies require the work of employees to maintain their operations. While having employees is an incredible asset, problems and issues can arise when those workers do not have clear guidance on what is expected of them. Employee handbooks can be effective business tools to provide workers with information on employer policies and employers with documentation of what they expect from those individuals who work for them.
The United States Supreme Court just began its nine month session and chose as one of its first cases a matter that involves the ability of employees to file class action lawsuits against their employers. New York employers may have a vested interest in how this matter plays out, as it could impact the rights their workers have to sue them in a collective manner.
It is not uncommon for a business to operate different departments that hold different responsibilities that are critical to the overall functioning of the organization. While one department may be responsible for developing new products or implementing new services to offer to their customers, another may be tasked with managing workflow and ensuring compliance with governmental regulations and oversight. There is one type of department, though, that most New York businesses utilize: human resources.
Under the law, employers may not discriminate against individuals based on certain factors, such as race, religious preference or gender. These laws are in place to ensure that all people have access to employment opportunities and, like employers throughout the rest of the nation, New York employers must abide by the laws. If a company uses any of the aforementioned factors to make adverse employment decisions, these decisions can open the company up to liability for a host of legal claims.